Oversee the people function in accordance with the agency’s strategic objectives, ethical practices, and employment law. This position is a key contributor and works closely with the Board, CEO and Executive Leadership to determine organizational strategy. Serve as a member of the Executive Team responsible for establishing the overall direction of the organization. • Serve as a strategic partner and adviser to the Executive team and successfully implement strategic and innovative people solutions supporting organization growth and transformation; • Function as a strategic business adviser to the executive/senior management team regarding key organizational and management issues;• Lead, develop and manage the People & Culture professionals. • Provide overall leadership, guidance and direction to the People & Culture Department which includes Human Resources, Training and Development and Payroll. • Responsible for and oversee the people, process and technology activities associated with external employer branding, talent acquisition, onboarding, people development, workforce planning, workforce analytics, retention, employee & labor relations, safety, protected leaves, payroll, compensation and benefits;• Ensure Cascadia’s Affirmative Action and Equal Employment Opportunities policies, goals, and timetables are managed and moved forward; • Support the diversity and inclusion strategy, cultivating an inclusive environment where differences are valued and appreciated and contrasting opinions and perspectives are encouraged; • Balance strategic responsibilities with day-to-day tactical duties;• Ensure that policies, practices and procedures are administered in a fair and consistent manner and in accordance with all applicable local, state and/or federal laws; • Provide expert advice, coaching, and counsel to leaders and workforce in alignment with organization's objectives and in accordance with regulatory compliance;

Oversee the people functions of the organization in accordance with the agency’s strategic goals and business objectives, policies and practices, ethics, and employment law. Collaborate with leadership throughout the organization to assure that departmental goals and objectives support the mission, vision and values of Cascadia • Plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance;• Provide expert advice, coaching, and counsel to leaders and staff to best service the organization's employee base in the execution of benefits, compensation, HRIS, recruiting, training and development, protected leaves, performance management & evaluation, legal and compliance issues;• Participate in the development of plans and programs as a strategic partner within the organization and translate the plans into HR strategic and operational plans;• Develop and oversee staffing strategies while creating a recruitment strategy to support diversity initiatives that align with Cascadia’s vision and values;• Develop and oversee Cascadia’s Management Training; • Monitor leave and compliance programs; • Partner with internal and external stakeholders around benefits and employee relation matters; • Institute a formal performance management process that is collaborative and strength based; • Develop and maintain progressive and proactive compensation and benefits programs that is equitable and provides motivation, engagement, incentives and rewards;• Oversee Cascadia’s wellness initiative for improvement of the health and well-being of its employees;• Enhance, develop, create and implement human resources policies and procedures throughout the organization;• Participate in Cascadia’s Racial Equity Team;• Manage the budget and other financial measures of the Human Resources Department;• Lead and manage a department of 11 Human Resource professionals.

Manage employment related risk and support performance management for a 900 employee behavioral healthcare company. Lead development and implementation of policies and procedures related to all aspects of employee relations including conducting all investigations of employee complaints and disputes. Partner with Executive Leadership to ensure Human Resources is supporting the needs of the organization efficiently and effectively. • Provide expertise and guidance to managers and supervisors on employment practices and employee issues;• Work closely with managers and supervisors on complex performance management issues relating to direct line staff, clinical staff, and medical staff;• Respond to third party complaints and manage threatened and ongoing litigation, working closely with the EPLI provider and legal counsel;• Ensure company compliance through workplace laws, standards and government regulations;• Develop and conduct supervisor and manager training related to workplace laws, company policies and best practices;• Oversight of Performance Management Program including performance reviews, corrective action, supervision and dispute resolution;• Conduct work place investigations of complaints, disputes and policy violations;• Update, revise and create job descriptions;• Update and revise Personnel Policy;• Provide guidance and feedback to managers and supervisors regarding employee discipline and performance management;• Assure documentation associated with employee relations is accurate, complete and timely as well as accurately reflected in HRIS;• Successfully reduced costs associated with unemployment by aggressively managing unemployment claims;• Foster a teamwork environment with all levels of management;• Supervise, manage, and coach HR Specialists and HR Business Partners;• Oversee Leave Administration, Worker’s Compensation, Recruitment/Onboarding, ADA, Safety and OSHA Compliance.

Responsible for employee and labor relations, including consulting front line supervisors on employee matters and company procedures for a 900 employee nonprofit provider of training and employment for adults with disabilities. • Conducted investigations of employee and union grievances;• Responded to BOLI claims and third party complaints;• Facilitated open communication with employees, managers and supervisors;• Provided performance management coaching for both union and non-union issues; ;• Advised and assisted supervisors in adhering to the union agreement;• Created and conducted Human Resource Policy Training;• Developed and maintained job descriptions;• Actively participated on company safety committee;Employee Retention CoordinatorResponsible for providing support to employees through problem solving and connecting them to community resources while maintaining open lines of communication. • Acted as liaison between employees and supervisors for problem solving and goal setting resulting in retention; • Developed and maintained strong relationships with community based organizations in order to develop resources for employees;• Conducted Human Resource Policy training• Coordinated Work Experience Program with Portland Public Schools;• Maintained and coordinated employee performance reviews;• Managed the hiring of 300+ new employees.Employment Training Coordinator Responsible for aggressive recruitment of special needs candidates for Portland Habilitation Center’s various training and employment opportunities. • Built strong relationships with community organizations to build a referral base;• Maintained effective working relationships with department managers, trainees and community organizations;• Conducted applicant orientation briefings and assisted applicants through an intensive application process;• Processed new trainee paperwork;• Recruited candidates for various training programs.